This assignment will provide you with an opportunity to analyse cross-cultural literature and relate it to negotiation in a practical way. Each person will focus on a country (Mexico) and must develop a cross-cultural negotiation profile. The purpose of the profile is to give practical advice to people from elsewhere who are planning to negotiate with people from that particular culture. What do they need to know in order to negotiate effectively?
Create the cross-cultural negotiation profile including a set of concrete recommendations for appropriate ways to adapt a “culture-neutral” negotiation plan to a negotiation with a counterpart from the relevant culture.
Recommended process for creating your presentation/submission:
1. Research the culture of your chosen country/cultural group.
2. Fill out the Cross-cultural negotiation profile for the country/culture
3. Analyse how you would adapt or what you would add to the Planning guide to prepare for a negotiation with someone from this particular country/culture.
4. Summarise your advice to negotiators who are preparing to negotiate with someone from this particular country/culture.
Include your completed Cross-cultural Negotiation Profile and your advice for how to adapt a negotiation plan and prepare for a negotiation with someone from your chosen country/culture. The aim of this submission is to summarise the advice you have given; keep it concise and succinct.
Prioritise clarity: The audience/reader will want a clean summary of your research, and practical tips. More is not necessarily better. Practical and useful advice supported by evidence should be your aim.
Marking Rubric:
• Identifies appropriate characteristics of the relevant culture using models from the literature.
• Shows critical thought in adapting the negotiation plan to the relevant culture.
• Presents clear and practical and appropriate recommendations.

There are two final candidates for an entry-level position at a prestigious nonprofit organization with a reputation for ethical behavior. This successful nonprofit acts as a clearinghouse for child abuse prevention information and is largely funded by federal government grants and in turn provides services to state and local nonprofits and state and county child protection agencies. Job Candidate “Number One” is a marketing whiz with prior experience in sales but no experience in Public Administration. “Number One” has proposed that the non profit should aggressively seek donors and grants even if they involve projects outside their mission statement. He also advocates getting rid of older employees and hiring younger ones who are into social networking. The Job Candidate “Number Two” has significant field experience with a local child protection agency and has just graduated with a Masters in Public Administration from Purdue Global. This candidate advocates adherence to fiscal standards, providing public service, and utilizing benchmarking processes to achieve greater operating efficiency.
Identify the stakeholders in the non profit. Compare and contrast the two approaches of the job candidates in terms of Public Administration theory, application, ethics, and diversity, which candidate do you think is better for the non profit and why? What about the non profit’s client organizations; which candidate is in their best interest? Support your answer with applicable examples and sources from public administration and fiscal theory and best practices in leadership, human resources, diversity, and ethics.

This case presents a scenario with a hypothetical and fictional challenge.
By participating in this activity/competition/etc. you are confirming understanding that this
case study topic is a hypothetical situation that may or may not be part of Target’s previous,
current or future business endeavors. Your personal ideas, or those of your team are used
for educational and developmental purposes surrounding this University
project/activity. You are also confirming understanding that any similarities in Target’s
future business practices nationwide are purely coincidental.
Making Room for Flexible Fulfillment.
Situation Analysis.
The evolution of a consistent experience across shopping channels continues to impact the manner
in which retailers approach their business. No longer is a great looking, well stocked, and visually
exciting store with an exceptional, guest focused team the only ingredient for success. Today, the
consumer wants all of that PLUS a personally interactive experience that seamlessly integrates
physical and digital elements. To support this strategy, flexible fulfillment is critical, so Target’s
supply chain is evolving to deliver however guests choose. Flexible fulfillment is about expanding
the options guests have to buy and receive product. This includes Store Pickup, Ship from Store
and Ship to Store. These allow for faster and more cost-effective fulfillment – positively impacting
the guest experience as well as Target’s bottom line.
Target is continually building a more integrated, personal and interactive experience for guests who
want to find the best value, shop, and pay at their convenience. What is the optimal solution to
implement the most cost-effective methods of flexible fulfillment programs and how does the
transformation take place?
The Company.
Target Corporation (NYSE:TGT) is an upscale discount retailer that provides high-quality, on-trend
merchandise at attractive prices in clean, spacious and guest-friendly stores. With total 2017 sales
of $71.9 billion, Target has over 1,800 stores and 39 distribution centers in the United States, and
over 320,000 team members worldwide. Its online business can be found at www.target.com.
case study 2
2
The first Target store opened in 1962 in the Minneapolis suburb of Roseville with a focus on
convenient shopping at competitive discount prices. Target currently is the second largest general
merchandise retailer in America, with Target.com consistently ranked as one of the most-visited
retail websites. The company continues to deliver on its brand promise of “Expect More. Pay Less.”
Since 1946, established with the Dayton Company, Target has given five percent of its profit to
communities, which today equals millions of dollars a week. Corporate Responsibility magazine has
named Target on its “100 Best Corporate Citizens List.”
Target is recognized as a leader in innovation across the retail industry. From pioneering the
concept of designer partnerships to consistently being best in class in store design, Target remains
focused on not only meeting, but exceeding its guests’ needs. To remain relevant to its guests over
time, Target continually reinvents its stores, including layout, presentation and merchandise
assortment, to create an engaging shopping experience and fulfill the Expect More. Pay Less.
brand promise.
The Guest [Consumer].
Target’s core guests are incredibly diverse, and no one segmentation can describe them fully. We
learn a lot about them from spending time getting to know them as people, not data points. Typical
guests have kids in the household and lots of demands on their time. Guests actively shop in-store
and online and use technology while shopping, with one hand on their cart and one hand on their
smartphone. They enjoy shopping and want to tell their friends, remaining engaged with social
media while shopping and sharing their feedback and experiences online. They are often
influenced by others and share their findings to influence others.
Today’s consumers demand great value, which is much more than price – value is a combination of
price + assortment + experience, and it’s a unique equation for each person. It’s feeling like you
gave more than you got. Consumers have a wide range of retail choices and are willing to hunt to
take advantage of the best value. But, with so many demands on their time, consumers are also
looking for convenience. Retailers have answered this trend by partnering with mobile payment
applications and shortening the number of steps required from browse to checkout, both digitally
and physically. In terms of obtaining the purchased product, free shipping and in-store pick up are
becoming increasingly important for online transactions, as well as length of time until product is
received.
For Target, the guest is at the center of everything. The company is continually developing new
ways to serve the guest anytime, anywhere. Target today remains committed to providing a onestop
shopping experience for guests by delivering differentiated merchandise and outstanding value
with its Expect More. Pay Less® brand promise.
The Competitive Landscape.
Consumers expect a seamless shopping experience where they can choose the most convenient
way to order, receive and return their purchases, and retailers are responding in different ways.
Other players in the market have their own methods of driving partnerships and sales that directly
affect the ways in which their supply chains are leveraged – consider Walmart, Amazon and Home
Depot.
3
The Challenge Ahead.
How could Target enhance its existing flexible fulfillment strategies to better serve guests,
and do it cost effectively? What practices already exist in the industry that Target can
implement? What new processes can be added to improve how Target implements its
flexible fulfillment options?
Things to consider as you create the solution:
Strategy Planning: How long would it take to implement your strategy? Include specific timing on
developing the strategy and executing the detailed plans. What teams would need to be consulted
to ensure your timing is met? Also consider how teams would be trained on the process.
Technology: Is there existing technology that could be leveraged to make improvements and/or
enhancements within Target’s flexible fulfillment model? Would something new need to be
created?
Return on Investment: Does your project focus on a positive return on investment? What aspects
of the solution will make it profitable? How will you measure the impact it has on guest behavior?
How will you measure success (cost, performance, etc.…)?
Space: What physical changes have to occur in the store to support the solution? How would these
changes in physical space impact the guest or team members? Is there a cost associated?
Assortment: What assortment will you use to meet guest demand for flexible fulfillment? Are there
products that should not be included in this program? Why exclude these items?
Differentiation: How can Target differentiate itself during peak volume times, such as Black Friday
and Cyber Monday? How does Target make the guest aware of the changes in fulfillment?
Contingency Planning: Consider what contingency plans would need to be developed for a
rollout of a strategy. How can Target keep the process fluid so it can adapt in retail as the
landscape changes?
Frequently Asked Questions.
Q: How many stores does Target have? Approximately 1800
Q: How many distribution centers does Target have? 39
Q: How quickly does Target delivery product to guests today? We are working towards a 2-day
delivery promise. Through a number of existing solutions (Shipt, Grand Junction) we are
able to offer same-day delivery in some cases.
Q: Does Target currently offer free shipping? Yes, for REDcard holders.
Interested in learning about what it’s like to work at Target? Read the latest Team Member stories
at http://pulse.target.com or visit www.Target.com/careers to view current openings.

Aim of Assessment
This essay requires you to explore ideas and theories about leadership and management in health care and to critically examine these in relation to the debate about leadership and management. You are encouraged to draw upon examples from the clinical area to support your argument. Writing critically requires you to develop your argument so that your work is not simply descriptive, rather, it requires that you take a position in regard to the topic and develop an argument strongly in support of that position.

Details
Essay Topic
‘…with the complexities of modern organizations, one particular leadership style cannot be the only model followed, regardless of the situation’ (Mannix, Wilkes & Daly, 2015, p 359).

Mannix, J., Wilkes, L., & Daly, J. (2015). Aesthetic leadership: Its place in the clinical world. Mental Health Nursing, 36(5), 357-361.

With reference to leadership, including clinical leadership, critically analyse and discuss the statement quoted above. Your discussion should draw upon different theories of leadership and management to examine this statement and support your argument.

To prepare and write Assessment 1, you should ensure that your essay is:
• Well researched – you must refer to AT LEAST: five (5) relevant and current sources to support your ideas including articles from peer reviewed journals identified from relevant electronic databases such as CINAHL and MEDLINE, recommended text books and relevant texts from library shelves.
• Logically structured – you should organise your response following the conventional essay format that comprises an introduction, a body and a conclusion.

In the introductory paragraph, introduce those aspects related to the topic you will discuss, and present a thesis statement which clarifies your position on the topic and outlines the main points that support this claim.
In the body paragraphs, you should develop your position on the topic and support your ideas with evidence (e.g. references to authorities in the field, explanations and / or examples from your own experiences or observations). You should also ensure your paragraphs are logically sequenced and show clear paragraph structure, the main idea is introduced in the topic sentence then explained and elaborated in supporting sentences; there should be clear links between ideas both within and between paragraphs.

In the concluding paragraph (about 10%), restate your thesis, summarise the main points that support this, and conclude with a final statement on the topic.

Format
All assignments are to be typed.
Typing must be according to the following format. Required format:
Length: as designated by assignment
3 cm left and right margins
Double Spaced
Font: Arial or Times New Roman
Font size: 12pt
All borrowings from other sources must be properly referenced and a reference list must be included at the end.

Which of the following statements is not correct? The standard of care of non-executive directors:

recognises that their duties are of an intermittent nature to be performed at periodic board meetings and at meetings of any committee of the board to which the director has been appointed

requires that they must meet minimum standards of care and diligence and

Requires that they must take reasonable steps to place themselves in a position to guide and monitor the management of a company

requires that they all must have particular qualifications and business experience due to changing community standards and expectations

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Question 21 pts
Which statement is false? A specially drafted corporate constitution:

is compulsory for all Australian companies

contains due process rules about issues like meetings, shareholder rights etc

does not necessarily require an objects clause

will still have similarities to the replaceable rules

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Question 31 pts
Where a company does not have a constitution, can shareholders of the company override management decisions?

No

Yes

Sometimes No.

Sometimes Yes.

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Question 41 pts
Fiduciary duties of directors developed through case law. Which of the following does not belong to directors’ fiduciary duties?

Exercise powers for proper purposes

Duty to prevent insolvent trading

Act in good faith in the best interest of the company

Avoid undisclosed conflicts of interest

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Question 51 pts
Which of the following is not a remedy for unhappy shareholders provided by the Corporations Act 2001?

Statutory derivative action

Winding up on just and equitable ground

Common law derivative action

Oppression remedy

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Question 61 pts
Which of the following statements is correct? The traditional case law fiduciary duties of directors:

co-exist with the statutory duties – ie have been supplemented by the Corporations Act

have been replaced by the statutory duties

are completely different from the ones contained in the Corporations Act

were specifically overruled by parliament

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Question 71 pts
Which of the following are not remedies typically applied by a court in the event there is a finding of oppression?

winding up of the company

modifying the existing constitution

regulating future conduct of the company’s affairs

imprisonment of oppressive board

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Question 81 pts
Which of the following statements about the s189 relance and s190 delegation defences is correct?

Directors are not entitled to rely on the judgment of senior management without independent assessment of the information or advice provided to them by the senior management.

Directors are able to rely on the judgment of senior management as long as the reliance is in good faith.

Directors are not liable for the actions of their delegate if they can prove the delegate to be competent.

Directors are not liable for the actions of their delegates

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Question 91 pts
Which answer is correct? In most cases, the member seeking a s 232 oppression remedy will be a shareholder in a small, tightly held company.

True

False

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Question 101 pts
Which of the following statements is incorrect?

The contravention of the section 181 duty to act in good faith and exercise power for proper purpose is a civil penalty provision and criminal liability may also be found where dishonesty is involved.

The contravention of the section 182 duty not to misuse position is a civil penalty provision and criminal liability may also be found where dishonesty is involved.

The contravention of the section 180 duty of care and diligence is a civil penalty provision and criminal liability may also be found where dishonesty is involved.

The contravention of the section 183 duty not to misuse company information is a civil penalty provision and criminal liability may also be found where dishonesty is involved.

Since we have defined diversity as the ways in which people differ that may affect their organizational experiences in terms of performance, motivation, communication, and inclusion, we need to learn more about those differences and what they can mean especially to individuals unlike ourselves. While these differences mean that everyone is a member of numerous social identity groups that make us who we are, and contribute to our notion of self, they also affect our experiences both in the workplace and in our personal lives.
One of the simplest and most popular models for organizing the discussion of workplace diversity was developed by Loden (1996). She divided the personal dimensions of diversity into two major categories:
• Primary dimensions—those social group memberships that are fixed and usually central to one’s self-identity such as race, ethnicity, age, gender, mental and physical abilities, and sexual orientation.
• Secondary dimensions—those characteristics that are usually more changeable, not as visible, and less central to one’s experience such as income, religion, communication style, marital status, appearance, and first language.
In Sections II and III, we will explore the primary dimensions and in Section IV, the secondary dimensions.
Although this model is a straightforward way to organize social identity group memberships, in any discussion of differences, two additional factors—multiple group memberships and saliency—also need to be considered. Multiple group memberships refers to our belonging to many of these primary and secondary social identity groups, such as being a male (gender), white, (race), Jewish (religion), divorced (family status/parent), and a manager (organizational role).
However, saliency refers to the importance of these characteristics to a person which varies among individuals. In the example above, if this individual has custody of his children and childcare responsibilities, his status as a parent may be more salient to him than his gender, race, or religion. The late Shirley Chisom, the first Black woman to serve in Congress, was known for saying that her being female was more of a factor in her government experience than being African American (About.com). So, for her, gender was more salient than her race.
As a transition, Section IIThe first reading opens with an assignment, Being an Only, that will allow you to experience and reflect upon having visible minority status before you complete additional readings. The next two articles explore the issues of racial and ethnic identities: Thriving in a Multicultural Classroom and Since We Elected an African American President Twice, Is Racism Still an Issue in America? To minimize stereotypes, we have deliberately avoided emphasizing differences between specific cultural groups. Today, so many people have multiple origins, cultural influences, and international experiences that we hesitate to apply generalized characteristics to individuals who belong to ethnic groups.
However, it is important to examine current immigration patterns that are changing the racial and ethnic composition of the U.S. workforce as presented in Immigration Patterns: The Transition Process.
The Coca-Cola Company: Then and Now case illustrates the consequences of poor leadership in an organization that led to an expensive lawsuit but finally managed to turn itself around to respond to the challenges of diversity.
Bibliography
1. About.com. Women’s history: Shirley Chisom’s quotes. Retrieved from http://womenshistory.about.com/od/quotes/a/shirleychisholm.htm
2. Loden, M. (1996). Implementing diversity. Chicago: Business One Irwin.
Diversity on the Web
Go to http://www.youtube.com/watch?v=6nd4WyfMOT0. Watch this video Being the Only Black Kid in Class. Then proceed to analyze how these students’ experience may be different or similar to yours. How do you account for these differences?
Being an Only: a Field Assignment
Carol P. Harvey
Assumption College
Given the demographic changes in today’s workforce, it is important to understand what it feels like to be a visible minority. Sometimes, differential treatment is due to the context of the workplace situation rather than to discrimination. When an organization or a department has one or a few people who are different in terms of some visible social identity group membership, the majority may, often unconsciously, treat them differently. In turn, the minority employees may find that they react differently to their contextual situation than they would if there were more balanced numbers in the work situation. If one is a part of the majority, it may be difficult to recognize the impact of this phenomenon. One of the most effective ways to recreate this learning experience is to watch the award-winning video, “A Tale of O” (Goodmeasure) and to complete the following field assignment.
Instructions
1. Watch the film, “Tale of O,” and take meaningful notes about the experiences of the O’s (minority) and X’s (majority).
2. Think creatively about how you could place yourself in a safe, alcohol free field situation where you would be a visible minority, i.e., be an “O.” (Some examples include a female student going truck shopping at a local automotive dealer, a male student attending a Tupperware party, a student standing on a street corner soliciting money as a homeless person and then donating it to a shelter, a young student going to a water aerobics class with senior citizens, an able bodied student shopping in a mall in a wheelchair and others attending religious services of faiths very different from their own, etc.) Submit your idea to your professor for approval. (Note: Some experiences are inappropriate for this assignment. For example, attending an Alcoholics Anonymous meeting, going to a gay bar, or trying to recycle your study abroad semester, or any additional situations that your instructor considers inappropriate will not fulfill the requirements of the assignment. Also, sometimes, you may need to obtain permission from the person in charge of the organization, such as the minister, rabbi, etc.) to attend the activities of an organization.
3. Once your idea is approved, complete the field experience, keeping in mind the material from the video. Do not have a friend accompany you on the field experience.
4. Write a 3–4 page typed report that analyzes your field experience from the perspective of the consequences of being an “O.” How does it feel? How did you act differently in this situation? How did people treat you differently? What did you learn about yourself and others? Try to relate your experiences closely to the information presented in the video.

Case Analysis

For this module, you are required to complete a Written Case Analysis which will be assessed for depth and breadth. Please read Thinking Critically About Ethical Issues, Case 1, p. 60. Identify the moral issue(s) and the parties involved. Discuss the moral issues you have identified in terms of two the following: utility, duties, rights.

Your analysis should be approximately 500 words in length and all sources should be cited properly using MLA format. Information on the MLA guidelines is accessible via the Resources area of the Course Home menu. Use a standard 10-12 pt. font and double space your paper.

A 6000-word literature review project, which critically analyses and evaluates one aspect of professional practice relevant to Nursing.

You are required to:

1. i)  Build on skills, knowledge and understanding gained in the previous courses, and demonstrate the ability to critically examine and evaluate literature relevant to your own area of professional practice.
2. ii)  Demonstrate a thorough and systematic understanding of research processes and critiquing skills throughout the review and present the findings in a critical, coherent and structured manner.
3. iii)  Develop and utilise information and communication technology in order to maintain an understanding of recent innovations and developments in care
4. iv)  Based on evidence outlined, evaluate professional practice in the context of multi professional and client centred care in order to identify professional, legal and ethical implications.

Your project will be marked against the Level 6 grading criteria.

PROJECT PRESENTATION REQUIREMENTS:

Page Numbering

Pages should be numbered, 1 onwards from first page of text (after abstract), in the centre and at the foot of each page and should continue to the end, including appendices.

Paper size and spacing

A4 paper to be used, typed on one side only,
Reference list- please ensure line spacing between references; Appendices- single line spacing if possible.

There should be

1. a)  A title page, which contains the title of the review, the student’s I D number, the degree for which the project is submitted and the date of submission, word count, University of Greenwich, Faculty of Education and Health
2. b)  An abstract of no more than 200 words (not included in word limit) which includes an outline of the topic reviewed, the scope of the review in terms of breadth of the literature search, a summary of the main issues addressed and arising, conclusions drawn and recommendations for further investigation, and practice development.
3. c)  Acknowledgements to organisations, funding bodies (if appropriate), supervisors, advisors and others who have contributed to the review.
4. d)  A table of contents with chapter headings and sub-headings, references, and appendices.
5. e)  The main review, divided into appropriate chapters, references, and appendices (see below).

The following chapters should be included:

Chapter 1. Introduction

This section should outline the rationale, aims and objectives of the review. Background information to the topic reviewed should be provided. The topic/question should be clearly introduced and set within the theoretical / philosophical context of your area of study. For example, how does it relate to the degree studies you are undertaking? Why is it necessary to undertake the review? Key writers in the field must be included to provide a contextual background for your review

The aims and objectives for your review must be clearly stated.

Parameters set for the literature search should be explained (e.g. time limits relating to the year of publication of the papers reviewed, and language limitations relating to the search, databases searched, key words used and hits achieved).

N.B –Allocate approximately 200 words to the parameter section of this chapter

Key search terms used (and where relevant MESH terms), including combinations should be identified; the databases searched, and number of hits achieved should be provided. The inclusion and exclusion criteria for the studies considered for the review should also be identified. (This can be tabulated and placed within the appendices if required).

(Chapter 1 – approximately 1000 words)

 

Chapter 2. Critical Review of the Literature

This chapter should be organised according to the themes. Such themes should emerge from the primary research gathered for your review and should be discussed individually. In order to make this manageable it is likely that you will have a minimum of two and a maximum of 3 themes or trends; where more themes emerged, you will discuss this in your introduction and give a rationale for why you’ve chosen the themes selected for discussion.

When discussing your themes, you will necessarily make reference to the studies you selected for inclusion in your review. However, you should also draw on wider literature to determine whether the same themes/trends are apparent – this helps you to demonstrate that you are able to synthesise and apply your knowledge.

Relevant research-based evidence should be described and critically discussed. The quality of the discussion is particularly important. You should attempt a critical analysis, which is both coherent and balanced.

You are required to demonstrate a thorough and systematic understanding of research processes by clearly identifying strengths and weaknesses of methodologies/approaches used by authors whose work have been reviewed.

The chapter should end with a summary

(Chapter 2. approximately 4000 words).

Chapter 3. Conclusion

Your conclusion should begin by summarising the key issues that led to the review and the themes that arose. Based on your discussion in chapter two, you should now be able to draw some overall conclusions within the context of your professional practice. Implications and recommendations for future practice should also be identified. The limitation of the review needs to be acknowledged.

(Chapter 3. approximately 1000 words).

 

References

All materials must be correctly and completely referenced according to accepted Faculty of Education and Health referencing system.

Appendices -Must include: 1- A matrix which provides an overview of individual research papers reviewed. 2- Supervision record of contact time with your allocated supervisor. 3-Your presentation slides 4-Any material pertinent to, but not immediately necessary to the review, may be included as an appendix (but be sparing).

 

Case Study 1: Parkinson’s Disease
https://ghr.nlm.nih.gov/condition/parkinson-disease
How to prepare an excellent care study for Bio 37, Human Genetics? Case Study 1: Parkinson’s Disease
https://ghr.nlm.nih.gov/condition/parkinson-disease
How to prepare an excellent care study for Bio 37, Human Genetics?
If you are given more than one choices for a case study, please choose one that fits well with your ideas. In making the report please, include the following:
1. Title of the case study.
2. Your names, course #, Semester, Section and the date.
3. Your report text will be preferably in New Times Roman, 12 font.
4. Your report should include the following in short:
1.
a. What is it about?
b. What causes the disease?
c. Pattern of inheritance.
d. Diagnosis, treatments and maintenance.
e. Other information for the disease.
f. List of sources for the information.

PROF2000 Professional Practices

 

Activity 3 Interpersonal communication 3 – managing negotiation, conflict and difference in the workplace

Case study

Weighting: 20%

Length: 750 words

Description: This assessment requires you to answer case study questions, demonstrating an understanding of conflict and negotiation. You must reference at least three sources in your answers.

 

MANAGE CONFLICT BEFORE IT ESCALATES

A medium-sized training company with head office in a large provincial city opens a branch in Melbourne. The Marketing Manager, Kristy, who works at head office directs marketing in Melbourne but requires the support of the Branch Manager, Tom, in Melbourne. Conflict arises over whose role it is to make the first contact with a potential client.

 

Tom, the Branch Manager, does not wish to be involved with the cold-calling as he sees the focus of his role is to consult with the client once the client decides to purchase training from the company. Kristy has a reputation within the company for demanding people do things her way regardless of their other priorities. She believes it is the responsibility of the Branch Manager to build the client base until there is enough business to appoint a marketing person in the Melbourne branch. As far as she is concerned Tom will do the cold-calls to clients. Kristy, the Marketing Manager rings Tom, the Branch Manager and says ‘You have no choice. The company has to visit a potential client in Carlton today. The client is expecting us and no one else is available. You have no choice, you have to do it.’ Tom replies, ‘Well, I can’t do it. I already have more than enough to do today.’ Kristy says, ‘Why not? What do you have to do that is so important? If you don’t visit them we have no chance to win the contract.’ Tom replies ‘What do you want of me? I can’t do everything.’

 

Questions

1 What level of conflict have Kristy and Tom reached? Justify your answer (3 marks)

 

2 Identify the four steps Kristy and Tom could follow to map the conflict. (6 marks)

 

3 What are the benefits to Kristy and Tom of mapping the conflict? (4 marks)

 

4 Discuss constructive responses Kristy and Tom could use to manage the conflict positively. (7 marks)